Matching Items (13)
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- All Subjects: management
- Creators: Lange, Donald
- Creators: Certo, S. Trevis
- Member of: Theses and Dissertations
Description
This dissertation integrates research on boards of directors with human and social capital perspectives to examine board appointments. A director's appointment to a board is in part due to the belief that the individual can contribute critical resources and monitoring to the organization. The ability of a director to provide these resources and monitoring depends on his or her level of human and social capital. This dissertation more fully integrates human and social capital perspectives into our understanding of board appointment events. From these theoretical underpinnings, a model is developed proposing that several human and social capital indicators, including educational level, expertise, director experience, and access to network structural holes, affect the likelihood of joining a new board, joining a prestigious board, and exiting a current board. I also consider a number of contextual- and individual-level variables that may potentially moderate the relationship between a director's human and social capital and director mobility. Through this dissertation, I make a number of contributions to the literatures on boards, board appointments, and human and social capital. First, I offer a more comprehensive perspective of the board appointment process by developing an individual-level perspective of board appointments. Second, I contribute to a more comprehensive understanding of the market for corporate directors. Third, I focus on several salient dimensions of director mobility. Fourth, I contribute to the growing literature on human and social capital at the board and director levels. Finally, I add to the growing literature on director selection.
ContributorsWithers, Michael C (Author) / Hillman, Amy J. (Thesis advisor) / Certo, S. Trevis (Committee member) / Khanna, Poonam (Committee member) / Arizona State University (Publisher)
Created2011
Description近20年,中国品牌零售业的快速发展使其成为全球第三大零售市场。消费者的需求量在大幅增长，对于本土企业来说，机遇与挑战并存。
对于连锁型品牌零售企业，员工是其产品和服务的载体。而如何做好不同层次的人员的激励体系，并得以踏实的落实和执行，是企业经营中非常关键的环节，也是品牌零售企业在竞争中获取优势的根本保证。另外，由于连锁零售企业基层员工流动性大、总体素质较低，如何对这部分员工实施有效的绩效考核,成为很多连锁零售企业管理人员面临的一个难题。
本文将长期和短期激励作为主要的研究内容。从整体国内企业来看，运转良好的绩效考评体系并不多，大部分企业的绩效考评体系只注重短期激励而忽视了长期激励的作用，绩效考评关注的是目标的实现，与员工的发展相脱节。因此，如何做好品牌企业的激励体系，如何在人才竞争中取得先机，并最大化企业利润，是本文研究的重心。
目前的研究空白在于对连锁型店铺的激励绩效。而考虑到品牌零售中的连锁经营往往涉及到成百上千家门店，涉及到的从业人数较多，因而对门店的激励绩效的成败是关系到企业整体激励绩效好坏的关键。
本文对激励绩效方案的相关理论进行回顾、分析与总结，从委托代理理论、激励理论、交易成本理论和产权理论入手，分析连锁型品牌零售企业的激励绩效特点。连锁型品牌零售企业合伙制本质上与特许经营精神及设计理念一致，而想要改进的正是特许经营中加盟店与总部的博弈与消耗，形成利益共同体，达到企业价值最大化的目标。
通过连锁型品牌零售企业绩效激励的真实案例（永辉超市合伙人制度、拉夏贝尔店铺合伙人制度、康奈零投入型与交股金型两种店铺合伙人制度）分析得出风险共担、超额利润分成的合伙人制度在连锁型品牌零售企业激励绩效方案设计中的可行性及意义，并从中发现了已有实践存在的问题，并提出建议。
店铺合伙人制度激励店长、提高单店销售业绩、减少交易成本、提高管理效率的正向作用毋庸置疑，建议在实践中积极推行与完善。
对于连锁型品牌零售企业，员工是其产品和服务的载体。而如何做好不同层次的人员的激励体系，并得以踏实的落实和执行，是企业经营中非常关键的环节，也是品牌零售企业在竞争中获取优势的根本保证。另外，由于连锁零售企业基层员工流动性大、总体素质较低，如何对这部分员工实施有效的绩效考核,成为很多连锁零售企业管理人员面临的一个难题。
本文将长期和短期激励作为主要的研究内容。从整体国内企业来看，运转良好的绩效考评体系并不多，大部分企业的绩效考评体系只注重短期激励而忽视了长期激励的作用，绩效考评关注的是目标的实现，与员工的发展相脱节。因此，如何做好品牌企业的激励体系，如何在人才竞争中取得先机，并最大化企业利润，是本文研究的重心。
目前的研究空白在于对连锁型店铺的激励绩效。而考虑到品牌零售中的连锁经营往往涉及到成百上千家门店，涉及到的从业人数较多，因而对门店的激励绩效的成败是关系到企业整体激励绩效好坏的关键。
本文对激励绩效方案的相关理论进行回顾、分析与总结，从委托代理理论、激励理论、交易成本理论和产权理论入手，分析连锁型品牌零售企业的激励绩效特点。连锁型品牌零售企业合伙制本质上与特许经营精神及设计理念一致，而想要改进的正是特许经营中加盟店与总部的博弈与消耗，形成利益共同体，达到企业价值最大化的目标。
通过连锁型品牌零售企业绩效激励的真实案例（永辉超市合伙人制度、拉夏贝尔店铺合伙人制度、康奈零投入型与交股金型两种店铺合伙人制度）分析得出风险共担、超额利润分成的合伙人制度在连锁型品牌零售企业激励绩效方案设计中的可行性及意义，并从中发现了已有实践存在的问题，并提出建议。
店铺合伙人制度激励店长、提高单店销售业绩、减少交易成本、提高管理效率的正向作用毋庸置疑，建议在实践中积极推行与完善。
ContributorsZheng, Laili (Author) / Pei, Ker-Wi (Thesis advisor) / Chen, Xinlei (Committee member) / Zhu, Hongquan (Committee member) / Arizona State University (Publisher)
Created2019
Description
Unethical behavior is a phenomenon that is unavoidable in the workplace. Ethical transgressors, when caught, often receive feedback regarding their actions. Though such moral feedback—feedback that is in response to an ethical transgression—may be aimed at curtailing future unethical behavior, I seek to demonstrate that under certain conditions, moral feedback may promote subsequent unethical behavior. Specifically, I propose that moral intensity and affective tone are two primary dimensions of moral feedback that work together to affect ethical transgressor moral disengagement and future behavior. The notion of moral disengagement, which occurs when self-regulatory systems are deactivated, may account for situations whereby individuals perform unethical acts without associated guilt. Despite the burgeoning literature on this theme, research has yet to examine whether feedback from one individual can influence another individual’s moral disengagement. This is surprising considering the idea of moral disengagement stems from social cognitive theory which emphasizes the role that external factors have in affecting behavior. With my dissertation, I draw from research primarily in social psychology to explore how moral feedback affects transgressor moral disengagement. To do so, I develop a typology of moral feedback and test how each moral feedback type affects transgressor future behavior through moral disengagement.
ContributorsBalven, Rachel McCullagh (Author) / Lange, Donald (Thesis advisor) / Wellman, Ned (Committee member) / Welsh, David (Committee member) / Arizona State University (Publisher)
Created2018
Description最近几十年对高管人员个人特征的研究成为组织战略决策领域的重要议题，但其中对
于高管人员的心理感受却几乎从未触及。心理学研究表明，心理感受会很大程度上影响人
的行为。荣耀感，作为最主要的一种与自我意识相关的心理感受，对于工作行为和结果的
影响都非常大。因而，研究企业高管的荣耀感，对理解和预测他们的行为，进而对预测其
个人意志扮演重要角色的公司战略决策有显著意义。
本论文对企业高管的荣耀感进行了系统研究。通过两个研究，中国企业高管的问卷
调查数据，回答了两个问题：1. 企业高管工作荣耀感的内涵是什么？2. 企业高管荣耀感
的高低如何影响其在公司中的战略决策。具体而言，通过 6 人深度访谈和 50 人的开放式
问题问卷的定性研究提炼了企业高管荣耀感的双维度模型，即世俗荣耀感和神圣荣耀感，
202 名企业高管样本的问卷开发了信度和效度达标的两种荣耀感的测量量表（研究一）；
运用 159 名企业高管的问卷数据（研究二）检验了有关两种荣耀感影响公司战略变革意愿
和行为，以及社会创新的不同作用及其边界条件的理论模型和假设。
本研究的主要结论是：
1. 企业高管的世俗荣耀感和神圣荣耀感均正向影响企业战略主动性、战略变革，以
及社会创新战略，其中神圣荣耀感相比世俗荣耀感，对于公司社会创新战略的影响效应更
大；2.企业高管神圣的荣耀感，相比世俗荣耀刚对公司战略主动性的积极作用，受到其感
知到的基于政策环境变化的心理契约违背的影响更大，而世俗的荣耀感，相比神圣荣耀感
对公司社会创新的正向作用，受到其感知到的基于政策环境变化的心理契约违背的影响更
大。
本论文对战略领导力的研究做出了重要贡献。战略管理研究越来越多地关注人的因
素，尤其是企业高管对企业决策、行为以及绩效的影响，但以往对高阶的研究都集中在对
高管人员认知、背景及经验的探讨，本论文首次聚焦于高管人员的情感体验，通过强调高
管人员的荣耀感对组织战略决策的重要性，本研究大大地扩展了战略领导的研究范畴。
论文从心理学的视角出发，首次从内容和来源视角区分荣耀感的两种类型，对原先
从表现形式（momentary experiences and chronic dispositional tendencies）对荣耀感的
分类是个补充，对心理学领域有关荣耀感的研究做出了贡献。本文创造性地将荣耀感的研
究扩展到了企业管理中的高级管理人员，显著地提高了有关个体荣耀感受的理论与管理学
领域理论和实践运用的相关性。
于高管人员的心理感受却几乎从未触及。心理学研究表明，心理感受会很大程度上影响人
的行为。荣耀感，作为最主要的一种与自我意识相关的心理感受，对于工作行为和结果的
影响都非常大。因而，研究企业高管的荣耀感，对理解和预测他们的行为，进而对预测其
个人意志扮演重要角色的公司战略决策有显著意义。
本论文对企业高管的荣耀感进行了系统研究。通过两个研究，中国企业高管的问卷
调查数据，回答了两个问题：1. 企业高管工作荣耀感的内涵是什么？2. 企业高管荣耀感
的高低如何影响其在公司中的战略决策。具体而言，通过 6 人深度访谈和 50 人的开放式
问题问卷的定性研究提炼了企业高管荣耀感的双维度模型，即世俗荣耀感和神圣荣耀感，
202 名企业高管样本的问卷开发了信度和效度达标的两种荣耀感的测量量表（研究一）；
运用 159 名企业高管的问卷数据（研究二）检验了有关两种荣耀感影响公司战略变革意愿
和行为，以及社会创新的不同作用及其边界条件的理论模型和假设。
本研究的主要结论是：
1. 企业高管的世俗荣耀感和神圣荣耀感均正向影响企业战略主动性、战略变革，以
及社会创新战略，其中神圣荣耀感相比世俗荣耀感，对于公司社会创新战略的影响效应更
大；2.企业高管神圣的荣耀感，相比世俗荣耀刚对公司战略主动性的积极作用，受到其感
知到的基于政策环境变化的心理契约违背的影响更大，而世俗的荣耀感，相比神圣荣耀感
对公司社会创新的正向作用，受到其感知到的基于政策环境变化的心理契约违背的影响更
大。
本论文对战略领导力的研究做出了重要贡献。战略管理研究越来越多地关注人的因
素，尤其是企业高管对企业决策、行为以及绩效的影响，但以往对高阶的研究都集中在对
高管人员认知、背景及经验的探讨，本论文首次聚焦于高管人员的情感体验，通过强调高
管人员的荣耀感对组织战略决策的重要性，本研究大大地扩展了战略领导的研究范畴。
论文从心理学的视角出发，首次从内容和来源视角区分荣耀感的两种类型，对原先
从表现形式（momentary experiences and chronic dispositional tendencies）对荣耀感的
分类是个补充，对心理学领域有关荣耀感的研究做出了贡献。本文创造性地将荣耀感的研
究扩展到了企业管理中的高级管理人员，显著地提高了有关个体荣耀感受的理论与管理学
领域理论和实践运用的相关性。
ContributorsZhou, Jun (Author) / Tsui, Anne (Thesis advisor) / Zhu, Hongquan (Thesis advisor) / Qian, Jun (Committee member) / Arizona State University (Publisher)
Created2018
Description
This dissertation explores the determinants of Chief Executive Officer (CEO) perquisites, i.e., nonmonetary compensation offered to particular employees and not essential to the accomplishment of a CEO’s duties. While the current CEO perquisite literature has focused on understanding the economic determinants of CEO perquisites, I study the social-psychological determinants of perquisites. Specifically, I propose that organizational status is positively associated with CEO perquisites. The status literature suggests that high-status organizations derive benefits from status and status signals, while agency theory proposes that perquisites are a way for CEOs to extract private rents. Therefore, I posit that for high-status organizations, the benefits derived from certain CEO perquisites may negate the costs associated with those perquisites. I examine a specific CEO perquisite: the mandatory use of corporate aircraft for personal travel. Prior research and the popular press suggest that this perquisite is often seen not only as a status signal but also as an agency cost. Accordingly, I hypothesize that higher status organizations and organizations with higher status directors are more likely than lower status organizations or organizations with lower status directors to mandate their CEOs to use corporate aircraft for personal travel. I also propose that the effect is stronger for low- or high-status organizations than for middle-status organizations. In addition, I hypothesize five contingencies moderating the above relationships. I examine hypothesized relationships using a sample of S&P 500 organizations, and I find support for many of my hypotheses. This dissertation contributes to both status and executive compensation literature.
ContributorsKalm, Matias (Author) / Cannella, Albert (Thesis advisor) / Semadeni, Matthew (Thesis advisor) / Lange, Donald (Committee member) / Arizona State University (Publisher)
Created2019
Description
Managers’ control over the timing and content of information disclosure represents a significant strategic tool which they can use at their discretion. However, extant theoretical perspectives offer incongruent arguments and incompatible predictions about when and why managers would release inside information about their firms. More specifically, agency theory and theories within competitive dynamics provide competing hypotheses about when and why managers would disclose inside information about their firms. In this study, I highlight how voluntary disclosure theory may help to coalesce these two theoretical perspectives. Voluntary disclosure theory predicts that managers will release inside information when managers perceive that the benefits outweigh the costs of doing so. Accordingly, I posit that competitive dynamics introduce the costs associated with disclosing information (i.e., proprietary costs) and that agency theory highlights the benefits associated with disclosing information. Examining the context of seasoned equity offerings (SEOs), I identify three ways managers can use information in SEO prospectuses. I hypothesize that competitive intensity increases proprietary costs that will reduce disclosure of inside information but will increase discussing the organization positively. I then hypothesize that capital market participants (e.g., security analysts and investors) may prefer managers to provide more, clearer, and positive information about the SEO and their firms. I find support for many of my hypotheses.
ContributorsBusenbark, John R (Author) / Certo, S. Trevis (Thesis advisor) / Semadeni, Matthew (Committee member) / Cannella, Albert (Committee member) / Arizona State University (Publisher)
Created2017
Description
Entrepreneurship entails a transition from status quo to a founder/leader of a new organization, and the dominant view in the literature focuses on opportunities in a hypothetical situation, namely an entrepreneurial option. This study shifts the attention from an entrepreneurial option to a current situation and proposes that a perception of costliness in status quo as a driver of entrepreneurial decisions and strategies. Specifically, I propose that a perception of inequality due to the local hierarchy of an organization engenders motivation of disadvantaged employees to become a leader of his/her own entrepreneurial organization. Utilizing hierarchy-based power dynamics and attribution biases, I theorize that i) status gap between a leader and a member and ii) status distinctiveness of a leader in the current organization affect an entrepreneurial decision because of inequality perception. Furthermore, I hypothesize that entrepreneurial organizations driven by such status inequality are more likely to replicate the local structure of the previous employer in terms of status hierarchy to compensate for the perceived disadvantages in the previous employer. The empirical analyses of this study investigate entrepreneurial decisions and entrepreneurial team formation of jazz musicians from jazz discographies between 1950 and 2018, and I found supportive results. This study contributes to the entrepreneurship and inequality literature by bridging two research spaces. It first uncovers the roles of a negative perception of the status quo in entrepreneurship, in addition to the established idea of a positive perception of an alternative option. It also suggests a novel explanation of the long-standing question of inequality reproduction by looking at whether and how inequality spreads via entrepreneurship.
ContributorsJeon, Chunhu (Author) / Shen, Wei (Thesis advisor) / Bundy, Jonathan N (Thesis advisor) / Certo, S. Trevis (Committee member) / Arizona State University (Publisher)
Created2022
Description
How do firms differentiate themselves from others, and how do audiences respond to their distinctiveness? Optimal distinctiveness theory suggests that an intermediate level of distinctiveness in a single point or a balance in the level of distinctiveness across multiple points is most beneficial to a firm as it addresses both competition and conformity pressures. However, empirical studies have found positive, inverted U-shaped, and U-shaped relationships between distinctiveness and audience evaluation. Using CSR strategy as a research context, I develop a theory of two forms of distinctiveness—positioning distinctiveness and topic distinctiveness—and explore each form’s unique and interactive effect on audience evaluation. Building on cognitive categorization research, I argue that positioning distinctiveness, or the extent to which the pattern of resource allocation across an established set of strategic decisions differs from that of category prototypes, will have a positive relationship with subsequent audience evaluation. However, topic distinctiveness, or the extent to which a firm differentiates itself from others by introducing new practices to its category, will show an inverted U-shaped relationship with audience evaluation. I also examine how positioning distinctiveness moderates the effect of topic distinctiveness and predict that audiences will assess a firm’s topic distinctiveness more positively when a firm has a high level of positioning distinctiveness in its main topic domain. In addition, I investigate how strategic distinctiveness in business strategy and environmental-level factors moderate the effects of positioning and topic distinctiveness by influencing audiences’ demands for differentiation and conformity. Utilizing the sample of S&P 500 firms from 2001 to 2018, I empirically examine the hypothesized relationships. By analyzing annual CSR reports using state-of-the-art natural language programming and topic modeling techniques, I develop a novel measure of topic distinctiveness in CSR strategy. This dissertation contributes to the optimal distinctiveness literature by simultaneously examining multiple forms of distinctiveness and by unpacking the conditions under which demands for conformity and differentiation may vary.
ContributorsPark, Eunyoung (Author) / Lange, Donald (Thesis advisor) / Bundy, Jonathan (Committee member) / Semadeni, Matthew (Committee member) / Arizona State University (Publisher)
Created2022
Description
This dissertation examines the impact of chief executive officers’ (CEO) numeracy on strategic decisions and outcomes. CEO numeracy refers to the capacity of a CEO to perform one or more mental activities on information and/or concepts that are numerical in nature. Although numeracy is widely studied in disciplines such as health sciences, education, and psychology and is commonly associated with superior and more effective decision making, it is largely missing from organizational scholarship. Numeracy is particularly relevant in the context of top management teams as the conditions in which executives operate compromise the effectiveness of strategic decision making. As such, I examine the effect of CEO numeracy on acquisition decisions and outcomes. Despite global growth in acquisition investments over the years, studies suggest that acquisitions more often erode instead of improve acquiring firm value. Therefore, I propose that CEO numeracy is negatively associated with acquisition decisions such as the number of acquisitions, value of acquisitions, and number of large acquisitions undertaken by a firm. Moreover, among CEOs that engage in acquisitions, I propose that more numerate CEOs will experience better acquisition-related outcomes compared to less numerate CEOs. Specifically, I hypothesize that CEO numeracy is negatively related to acquisition premiums and positively related to post-acquisition performance. I use a longitudinal sample comprised of 250 randomly selected U.S. based firms from the S&P 500 index to empirically test my hypothesized relationships. Furthermore, I use CEO-attributed text from earnings calls transcripts and a closed-language analytical approach to develop a novel and accessible measure of CEO numeracy. My analyses did not yield support for my hypotheses. I discuss potential theoretical and empirical explanations for the null findings in my research and propose directions to mitigate those issues in future research.
ContributorsAlbader, Latifa A H M H (Author) / Certo, S. Trevis (Thesis advisor) / Bundy, Jonathan (Committee member) / Zhu, David (Committee member) / Arizona State University (Publisher)
Created2023
Description
Scholars have been studying firm innovation as a process or an outcome. Recently a couple of studies have examined the less tangible aspect of firm innovation, that is, a firm’s reputation for innovation, and have suggested that reputation for innovation is a distinct resource. However, these studies have never dug deeper to uncover the mechanism of this reputation. As a result, it is unclear how this reputation is built, maintained, or utilized. Innovation, as a form of creative destruction, is associated with uncertainty, complexity, conflict, and setback. It is thus expected that the characteristics of innovation may endow reputation for innovation with distinctive organizational implications. Yet no systematic study that integrates innovation research with reputation research exists. The purpose of the dissertation is to provide a general theory that systematically explores the antecedents, outcomes, and nature of reputation for innovation. In the first chapter, I provide a literature review of reputation multiplicity and introduce a configurational framework that maps each reputation into the following facets: actor, attribute, audience, intermediary, and valence. In the second chapter, I integrate innovation research into reputation research to build a general theory of reputation for innovation and further conclude that reputation for innovation has a paradoxical nature, since it is easy to manipulate but hard to sustain. In the last chapter, I study how a firm’s reputation for innovation impacts its response strategy for a negative event: being sued for patent infringements. I propose and find that a firm’s reputation for innovation has differential effects on its response strategies for patent litigation initiated by different parties. By providing an integrative literature review, a conceptual framework, and an empirical verification of reputation for innovation, the dissertation builds a solid foundation for future research.
ContributorsLi, Fei (Author) / Semadeni, Matthew (Thesis advisor) / Bundy, Jonathan (Committee member) / Lange, Donald (Committee member) / Arizona State University (Publisher)
Created2021